Culture
Pillars in action – Culture
The actions we're taking:
Expand current leadership training to develop leaders versed in cultural health across all levels.
- Expand current approaches to leadership training to include:
- greater emphasis on the importance of everyday attitudes and behaviours, communication habits (e.g email timing and tone), inclusivity and openly sharing workplace and career experiences.
- advice and support to allow managers to achieve cultural goals. For example:
- annual wellbeing goals for staff in myPlan
- reaching women in leadership targets
- sustainably supporting disadvantaged students
- raising volunteering participation rates
- employing more staff from Aboriginal and/or Torres Strait Islander backgrounds.
- Ensure leadership training is accessible and allows all staff the opportunity to extend themselves and be part of shaping Monash’s organisational culture.
- Create a leadership training key performance indicator for all faculties and divisions that is internally reported; ‘what gets measured gets done.
Empower staff to raise health and wellbeing issues and advocate for sustained, practical cultural change.
- Promote a culture of agency and respect that sees staff comfortable in advocating for cultural factors affecting everyday wellbeing:
- destigmatisation of reporting harassment, discrimination and bullying.
- disclosure of and support for disability (broadly defined)
- expectations around duration and flexibility of accessing parental, partners and carers leave.
- inclusive meeting scheduling.
- Actively encourage promotion of policies, procedures, practices, services and resources designed to safeguard staff wellbeing (e.g through Workplace posts).
- Provide clear, consistent guidance across Monash on what social connection and wellbeing activities are supported during work hours.
- Remove barriers to improve equality of access to health and wellbeing resources across faculties, divisions and schools.
Provide increased opportunities for peer-to-peer connection on campus and online.
- Sponsored opportunities and events for staff to come together and discuss common cases, such as at the breakfast event for the elimination of gender-based violence.
- Explore incorporating various social inclusion activities into faculty, division and school’s KPIs.
- Support for staff to participate in mentoring and networking opportunities with measures of connection.
- Link new staff to Workplace interest groups that also host in-person events and connect virtual contacts.
- Conduct surveys, focus groups and interviews with staff to assess the value of all initiatives in terms of cultural cohesion and feeling culturally connected to the community.